northern virginia shrm january 2016 newsletter

8/18/2019 Northern Virginia SHRM January 2016 Newsletter

1/4

Northern Virginia SHRM | January 2016

n This Issue

pcoming Events

R Jobs

egislative Alert

016 Legal Academy

R Library

016 Mentoring Program

olunteer for NOVA SHRM

Upcoming Events

anuary 26

Chapter Meeting

Q Goes to the Movies

peaker: Hile Rutledge

ocation: Gannett

ime: 6:00pm

Register Now

anuary 26

New Member Orientation

ocation: Gannett

ime: 5:00pm

Register Now

anuary 27

Compensation & Benefits SIG

016 Sales Compensation

ractices - Where are

Companies Heading? Trends

nd Issues for 2016 and Beyond

peaker: Joseph DiMisa

ocation: Wolf Trap, Vienna

ime: 8:00am

Register Now

016 Board Members

chelle Stalnaker, MA, SHRM-CP,

SPHR

President

Happy New Year, everyone is back to work and settling in for a success ful 2016! Let's

not forget to work some of our professional initiatives into our list of resolutions!

Northern Virginia SHRM is here to help you achieve all of your HR goals this year. We

keep raising the bar with great training programs, academies and educational events.

A few of our first quarter events include the January Chapter meeting on Emotional

Intelligence, our annual Legal Academy in February, and SHRM's Tony Lee presenting the 2016 top recruiting

trends in March. We also have a great lineup of Special Interest Group (SIG) events and our award-winning

mentoring and leadership development program is accepting applications for the 2016 class.

I am thrilled to have an exceptional board in place. We had eight new additions join our board family this year,

and I am certain they will make a major impact on the success of the chapter! We are all looking forward to

seeing, meeting and networking with all of our fantastic members!

The board is charged and ready for an exciting year, and I am honored to serve as your 2016 president!

Michelle Stalnaker, M.A., SHRM-CP, SPHR

Northern Virginia SHRM President

HR Jobs

Senior Benefits Manager - Trak Companies , January 2, 2016 - McLean, VA

Workers Compensation Coordinator (part-time) - Capital Caring , December 28, 2015

- Arlington, VA

HRIS Analyst, Human Resources - MedStar Georgetown University Hospital ,

December 16, 2015 - Washington, D.C.

Equity & Employee Relations Specialist - Fairfax County Public Schools , December 4, 2015 - Falls

Church, VA

HR Business Partner - Thomson Reuters , December 2, 2015 - Alexandria, VA

Recruiter - Mercatus Center at George Mason University , December 2, 2015 - Arlington, VA

Senior Human Resources Generalist - Valley Health Sys tem , December 1, 2015 - Winchester, VA

Legislative Alert

This Legislative Alert is brought to you by Lawrence P. Postal, Vice President for

Legislative Affairs, Northern Virginia SHRM, and partner at Seyfarth Shaw, LLP. /div>

Cadillac Tax is Delayed and Transgender Employees and Bathroom AccessIssues

Cadillac Tax is Delayed

On December 18, 2015, President Obama signed the Consolidated Appropriations

Act, 2016 (Act) delaying the effective date of the "Cadillac Tax" until 2020 and

making the tax deductible. Leading opponents of the tax have said they would continue to press f or it to be

rescinded altogether.

The "Cadillac Tax" is a 40% excise tax that the Affordable Care Act (ACA) imposes on coverage providers to

the extent the value of employer-sponsored health coverage for an employee exceeds a threshold amount. As

originally enacted under the ACA, the tax was to be nondeductible and would have taken effect in 2018. The

initial threshold amounts would be $10,200 for an employee with "self only" coverage, and $27,500 for an

employee with coverage other than "self only" coverage.

The threshold amounts are subject to a variety of adjustments, including an upward adjustment to the annual

limits to the extent the age and gender characteristics of the employer's workforce differ from that of the

Stay Connected

Our Sponsors

http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHea8UkJ_nmcDc2jdZNiGTLRJglMWGFM3b42sgVRfuZmzE33I8qU8uTIR6zgtkTcRAPP4P3HW5hZR76-jVYnBSx7cBs7xpMujhabOvsyTSfIO0NM8jg-sKDK9BESptGZBqYzQELL1MKexxOAFL2uAR7HJj9M97WrVg==&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHea8UkJ_nmc0PYraMHDx5v2xEnIyaKRPvzy_RDQ-9R8xvgR6agrILSKVrWVwJ_QBnAl8ChjNuOBnxFZ_xrhHGGX23wa2cm7ilu4toeZ1P40N6VpPWMhehw809jkN42lee2z8__CioNRFmQQ2RNWI1o=&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuDo-_tUYiNx9RgAnCnjLR5jt39paO_kwmNPDk2ja8pF0zAgmYHz1UtApxgPfYf9IJkl8LwxYBzNy0X102ktyuA09bZlKBvQXQa22f9eSxs4wx5r6boVlugXOX2QmSIcfhFJZBbSvkg3m&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuBi0F8CgItW3VB_IdLVs06IArxBLLYAbQq072dIDsFMeA_99lwR0QRZNQOS-8GdD4KywYJe87sCM5moJIkkUt5XsYEoHPrtkArVbhGlCMxwGpz0yatZ7YDbiKAzLdTaxeQ==&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuDo-_tUYiNx9paMezoFzND4jFKvXtVoHj7B3wFUhb_UeWBLDCy2_yNQ1aCetuDVkuJAbTppX8r4bam0utpnRRSW07mj_Zdg7syjVCHZW2CJ5l8rCR8O91PvGxQPgsbsUveEayXnoInxt&c=&ch=mailto:[email protected]://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuD9bfpzSjkE0-xLHgDc8A0Fy5H0d916WOloynBTdwuTuCuTDU4BfNCdoeQISLxjzhtLBG1rkSY_z9Pg6dSl4XpxhzXlnUsnpdbPVARSWKZdvx8px55t26O4cg9GncdPA-tML0oBq7tMi546fcKHlILbX1gDo98DhRA==&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHea8UkJ_nmcxBAF5Cvur4MNxKR41iA-GqI-xvJBNYvJXH3-c4Flz3kPP0Bw5bQ148jvUiRdpDWpTVD6DmGmJGEXdRkLAPvfEE2UhsJ3d7Vq3bIJDReIkKOu-coTIsuAwbemHEI1uyR0GyP2gXqy9KI=&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHea8UkJ_nmcDc2jdZNiGTLRJglMWGFM3b42sgVRfuZmzE33I8qU8uTIR6zgtkTcRAPP4P3HW5hZR76-jVYnBSx7cBs7xpMujhabOvsyTSfIO0NM8jg-sKDK9BESptGZBqYzQELL1MKexxOAFL2uAR7HJj9M97WrVg==&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHea8UkJ_nmc0PYraMHDx5v2xEnIyaKRPvzy_RDQ-9R8xvgR6agrILSKVrWVwJ_QBnAl8ChjNuOBnxFZ_xrhHGGX23wa2cm7ilu4toeZ1P40N6VpPWMhehw809jkN42lee2z8__CioNRFmQQ2RNWI1o=&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuH7yGvlL_kgJZCKM6SW0KAxlNDixiZfh4wMXBnIBrNaoQGuWwnaqxBHO2_-pEB3XTCNNE0_RQu9d0sR9cmCFjI1v6A2CHpJecDi8x6aU_bdzhori2HWLUNKSWXPxCaBhn49XE7DtJ9McU0Dgpy3gWkOKu7b2JT0ubw==&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHea8UkJ_nmcdYS8SxC7-lyo2uVw9OJHZclnREjv3StD9qRvU6DPu-Ixmc5tl7bNRYJEqfSeh0ukHTBvY7YoPY2tHch3s7Sb2Y7tyUaRjwLwaCMa_jRVhqFYLUDFsLpa6j4N0dmuWj6H8AbzoEbyaRM=&c=&ch=


2/4

harifa Gomez, PHR, SHRM-CP,

CHRL

Executive Director

Mimi Shieh, SHRM-CP, PHR

Director

Lauren Forgach

Co-VP Programs

Kat Bender

Co-VP Programs

Janet Nguyen, MA, SHRM-CP,

SPHR

VP Professional Development

Mary Kitson, PHR

VP Mentoring

Scott Donnelly, SPHR

VP Membership

Larry Postal

VP Legislative Affairs

Lindsay Muirhead, SHRM-CP,

PHR

Co-VP SIGs

national workforce, using the Blue Cross/Blue Shield standard benefit option under the Federal Employees

Health Benefits Plan (FEHBP) as the comparison point. There was a concern in the industry that utilizing the

claims data with respect to the FEHBP could provide employers with a less than full adjustment value since

the population covered by t he FEHBP may not reflect t he age and gender characteristics of the national

workforce. Consequently, the Act requires the Comptroller General of the United States, in consultation with

the National Association of Insurance Commissioners, to report to the House of Representatives and the

Senate (within 18 months from the date of enactment) on the suitability of the use of the premium cost of the

FEHBP as a benchmark for the age and gender adjustment of the dollar limits.

Read More

Register Now for the 2016 Legal Academy

Don't Miss These Exciting Sessions at the 2016 Legal Academy!

Date: February 26

Time: 8:00am

Location: Gannett

Annual Legal Update

Presenter: Lawrence P. Postol

It has been a busy year at DOL, EEOC, NLRB, the US Supreme Court, and

even the DC Council. Same sex marriage, gender identity protection,

legalized (somewhat in some places) marijuana use, c redit and background check limitations, joint employer

status, and new federal contractor rules, a lot of new headaches for Human Resources. Do you regulate what

your employees can say at work or on social media about working conditions and their pay - the NLRB has

you in its sights for violating the NLRA right for employees to work in concert to better their working

conditions. Do you label workers as independent contractors so you can avoid the hassles of filing for taxes,

unemployment compensation, and the cost of workers' compensation insurance - DOL's wage and hour

division is gunning for you. Paid family leave, the DC Council thinks 16 weeks of paid family and medical

leave is a good idea - and it is unless you have to pay for it, and need employees to actually perform work.

The year in review and a look at what to expect next year.

Drafting Contracts and Legal Documents for HR

Presentor: Kellie M. L. Budd, Esquire

Navigating the world of contract drafting can be a very daunting task for any individual. Determining the proper

clauses to best protect your company's interest, while ensuring the agreement is legally sound and can

withstand the scrutiny of a court is a difficult balance to strike. This program aims to provide HR professionals

with guidelines they can follow when drafting important agreements such as employment contracts, severance

agreements, confidentiality and non-disclosure agreements, stock option agreements, non-compete

agreements and commission plans. Learn the key provisions to include in these agreements and avoidcommonly used clauses that are typically unenforceable.

Regulatory And Legislative Predictions

Presenter: Alex Passantino, Esquire

As we enter the final year of the Obama Administration, the pressure will be on federal labor agencies to

complete their regulatory and subregulatory goals and cement a legacy. The NLRB, EEOC, and DOL are

tackling some of their most significant -- and controversial -- initiatives: changing the rules governing labor

persuaders, implementing sick leave for federal contractors, revising regulations governing wellness plans,

increasing the minimum salary for overtime exemptions, asking about the use of mobile devices, and

fundamentally changing the playing field with respect to the definition of "employee." In this session, we will

discuss the anticipated regulatory developments, any potential legislative activity, and the impact of election-

year politics on the legal issues facing employers.

Rapid Fire: Top Five Issues with Employment Investigations; Joint-Employer Issues; and, Marijuana inthe Workplace

Presenter: Matthew F. Nieman

HR is called upon to direct workplace investigations, from sexual harassment complaints to whistleblower

allegations. Come hear from an expert on how to do it right. Do you use vendors, staffing companies or

franchisees, if so. you need to know whether you are a joint-employer, and what that means. Finally,

marijuana is legal in many s tates, including the District of Columbia. Or is it, well not under federal law, so

learn what all this means for the workplace.

FLSA Review Of Exempt Employees And Overtime Rules

Presenter: Lawrence P. Postol

Do you think you are classifying your employees correctly? If your administrative exempt employees produce

the product you are selling, or if they do not exercise significant and independent judgment on matters of

significant, then the Plaintiff's bar will love you. If you take partial day deductions for exempt employees, or

allow non-exempt workers to send work emails after work hours without compensation, you have a problem. If

you are classifying your help desk IT personnel as exempt, the DOL has you in their sights. If you have

inde endent contractor workers that is another red fla . Wa e and hour violations the number one class

http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuAFjEQGOp8ldgF6_qNk_lMFxofVdbmOgkVCvGezuo7RQZZwGEcW4fpAFo479f-IYQQdkHzK-czft35MxSR_XffeS8LpP8dSIzEqmqAaBC18ve9bodeSBDNoVgOHM3B94mO7JmMlvkxjWC5qaIP0_5uQ=&c=&ch=mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


3/4

on a etterson

Co-VP SIGs

Emily Ames

VP Certification

Brian Diemar, GBDS

VP Marketing & Public Relations

Caryn Perrelli, SPHR, SHRM-

SCP

Treasurer

Emily Dors ey

Secretary

Renae Barlieb

Social Media Strategist

Shaun Corney, MA, SHRM-CP,

PHR

University Relations Chair

Drema McCoy, MBA, SHRM-

CP, PHR

Newsletter Editor

Kelly Vilski

Chapter Administrator

action lawsuit, learn how to not be on the list.

Register Today!

HR Library & Important News

Quality of Hire Top Metric for 2016

The quality of hire measurement is the most valuable

metric employers use to track their recruiting

function, finds new research from LinkedIn.

About four in 10 (39 percent) of nearly 4,000

corporate talent acquisition managers from 40

countries agreed that quality of hire is the most

valuable metric for performance, although that is a

dip from the 44 percent who said so in 2014. Other

notable findings from the report include employers'

continued use of employee referral programs,

increased investment in employer branding, and the

disconnect between employee retention emerging as

a top priority in the year ahead while internal

mobility is overlooked.

According to LinkedIn's Global Recruiting Trends

2016, the t ime-to-fill metric increased slightly as the

most important benchmark to gauge recruiting

performance, from 25 percent in 2014 to 28 percent.This is due to the urgency to fill roles, said

Stephanie Bevegni, content marketing manager for

LinkedIn's Talent Solutions. "But quality of hire

continues to be the most valuable performance

indicator. Most companies are measuring quality of

hire with feedback methodology, such as new hire

evaluations and hiring manager satisfac tion, or a

long-term methodology like employee retention."

Read More

Easing the Student Loan Debt Burden? Points to

Consider

Student loan repayment benefits help drive loyalty

among young workers

With the average new college graduate holding

roughly $35,000 in student loan debt-and even more

for those with a graduate degree-employers are

looking for ways to help ease this f inancial burden.

Although the Society for Human Resource

Management's 2015 Employee Benefits survey

showed that just 3 percent of employers offer to help

employees pay down their student loan debt, a

growing number of employers have announced they

will be offering this benefit in the future, and more

are thinking about providing it.

"Student loan repayment benefits help with

recruiting, retention, engaging employees and driving

loyalty in ways that other programs do not," said

Chris Duchesne, vice president at EdAssist, an

education benefits company based in Watertown,Mass.

Tax Issues Are Key

The most important thing to keep in mind about

student loan repayment benefits is that they don't

receive preferential tax treatment. In other words,

any amount paid to employees will be subject to

income and payroll taxes.

Read More

Now Recruiting for the 2016 Mentoring Program

We are now recruiting for the Washington, DC metro area's premier mentoring and

leadership development program for HR professionals! Whether you're still in the

formative years of your career or fairly accomplished, the NOVA SHRM and Dulles

SHRM Mentoring & Leadership Development Program can help you to distinguish

yourself professionally and speed your progress towards meeting your personal

and professional development goals. Please vis it www.novashrm.org or

www.dullesshrm.org for more information and to download an application.

Applications are due on or before midnight on January 31, 2016.

The ability to pivot and learn new skills to stay relevant in your career field is an increasingly critical skill to

have. Our Pinnacle award-winning mentoring and leadership development program can help you to:

Expand your professional network,

Learn peer-group mentoring skills,Build HR and business competencies,

Enhance your leadership presence,

Overcome career obstacles, and

Earn up to 21 credits towards recertification!

We will sponsor approximately 14 chapter members to participate in the program, which integrates multiple

types of mentoring techniques, leadership development, and peer learning networks. Over the course of the

last 16 years, participation in our program has consistently resulted in enhanced peer networking for 100

percent of alumni as well as lateral and vertical career moves for over 75 percent of alumni.

Group mentoring meetings are held the second Wednesday of each month from 6:00 p.m. to 8:30 p.m. in the

Tyson's Corner area. You must be a member in good standing with NOVA SHRM or Dulles SHRM to

participate.

If you're curious about this innovative program, please talk with a mentoring alum in your local chapter, or

contact Mary Kit son, Program Director, at [email protected] or [email protected] for more

mailto:[email protected]:[email protected]://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHea8UkJ_nmc8xr7p4rF24JojuiPM3vNnpIs3GRJdyjHNp3ia5MYzlwJZQ5olEMyQvzJZ7vPhcuF89IzXvpdtzJ7IViAv-w-01HDrH9CpP9HB1-uCDnNgHSS7plLrltqLbFpXUC7VvhXiNtuXwR6CAAc3Kmq8WK1XCe_lwUu-pCA5tQvjoyhhF1h9gQ_BXkKDg==&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuF0WRhAzcilr-YdR5TAsDxmhYNRtU1EWGefYCItkrFKAQYvbziaVgaAjhhCddBQ9FvsryAL08zyP6sTNzLOrYrX5Iw1ai6LrtpP4aIXUWkJr7P17Bu-d7UKIhOM6Ncr13A==&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuBOV5-qK3BIC5cRmAT8Neie8irp695cMDH79dO0vy6_5tSYEAyhvdk10RVZ-QxYZOmsT9t1Oqu5U7nzgi-7XNSTkpD2wf9UGfdPWwTmwH_TYB7-wvnH4KCM=&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuDo-_tUYiNx9QpLF2AdxoryNhLUOOXN87SywcK_UEcxGueldzIUWNCvLlqRMtIwNOW1rEheAhIysRR-AYSTUusd37S_HykwnNoWWouckEZKFHt-P-XL8JJ5M7S_f_uQXIgeqaOp_WFDyrEO37dH3HO99v8npKzUEr0soZHETT1vcZPhm5qxsSYQcXqYihuAS4bV1jaPrj3y8_Kthu2dnX_svhuRljZxMlxJvsZN6EExcp6uhcSBviRCHmJ9cPW9O4h5vchaBvj53pBlfuHAgyE5pobrNz6EJOIoclmocf9CtNhsWzlLImY_B7D-aEGseCT6YOaog5POasntoQfTZDnY63YeDYgCEvbDrSF3za3i3iqFzLVyBSViCuTnm-lH-jFRD_ynyLVyv&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuDo-_tUYiNx9BK2NCmfaTdieXRElfDRHlXB5vllUG-O3Qiab0XJlBa1bpO4SQzMW9kA7kdEu4JW3LfV6oYoNVnr8n3vyhmulXh1W4NCzwQ1YbvF2ppdBI1dAz9ypn6qfpacqIPw1QjUt_h15k6YVRep7jF6HCiIBYsK0cStW62GkLUUO6XtyfOpcOrATk9Ay97m4j0pl9_2V1HLbefd6iZ76gG-KX9rzhOaQJDZN-9Lh-RbRcTBJqcTPQN2rGyrGJUu4S6uN1LzIAxqVKyr-dLTv387isolCWMydswWcQTKX-RU4cZ91d1rwC0nhNAg35yKB35TS3OULY04EZXWMjtEul_L3jE8MzNQMxqwUzFlLTGJAcxum9W_YF2RRDlDo3FAYE6OSjkJaf4FasjZuudg21RksKvJurP8J7EBtoB7p&c=&ch=http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuHCpmE8FnMd6gnbNYCiuLzd-9CppjMyVEu5DNpzBykwXv1cSe0XLD5XRP1Q0HrrBIciPpvf0VlXHDh5sVGRLd2O_RBBWMn3rvK4PSNuhavinDSeggqc_nwFqiMd6bg7kwFXmq4Hiw9giO2OYFKqF-c_ridX4wNniow==&c=&ch=mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


4/4

RJ Lewis

Digital Content Administrator

information.

Volunteer for Northern Virginia SHRM

The Northern Virginia SHRM Chapter offers all members the opportunity to grow professionally and network

informally with fellow Chapter members by volunteering with the Board, participating in standing committees,

and/or assisting with special projects. Volunteer involvement with NOVA SHRM entails both short- and long-

term commitments on a variety of assignments, requiring varying amounts of time, depending on your

schedule and availability. Join a fun, vibrant group and let us know if you are looking for opportunities to

contribute!

We are recruiting for the following board positions:

Career Coordinator

President-Elect

Leader, Strategic Planning

Newsletter Editor

Vice President, Diversity

Director, SHRM Foundation

Click here for job descriptions and more information.

Interested in applying? If you've got the talent and interest to succeed in any of these roles, please send your

resume and brief statement of interest to Sharifa Gomez, Executive Director at

[email protected].

I hope you enjoyed the latest edition of our monthly newsletter. Please contact me at

[email protected] to provide feedback and comments, to submit an article, or to sponsorthe next issue of The Pulse.

Sincerely,

Drema McCoy, MBA, SHRM-CP, PHR

Newsletter Editor

Northern Virginia SHRM

NOVA SHRM | [email protected] | http://www.novashrm.org

PO Box 2474

Springfield, VA 22152

Copyright 2016. All Rights Reserved.
http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuBOV5-qK3BIC5cRmAT8Neie8irp695cMDH79dO0vy6_5tSYEAyhvdk10RVZ-QxYZOmsT9t1Oqu5U7nzgi-7XNSTkpD2wf9UGfdPWwTmwH_TYB7-wvnH4KCM=&c=&ch=mailto:[email protected]:[email protected]:[email protected]://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuKohJB4fk0ANRoUzumK-vfeU1oUf0SvHfRLTZbMO8vX4bMuhK5V5eTnPQrXC-jCzpiiYeyl6Z9Gn_WwnbRMijdWkzvzlVdfM8TZNnnXlwzbPULIFAS9gOXpxV7FSrYPK5BAh3-WyGGtPOowmvus0oSU=&c=&ch=mailto:[email protected]